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An amendment permitted state and local government employers to compensate their employees' overtime hours with paid time away from work in lieu of overtime pay. [37] Paid time off must be given at the rate of one and one-half hours for each hour of employment for which overtime compensation would be required by the Fair Labor Standards Act. [37]
At the employee's or employer's option, certain kinds of paid leave may be substituted for unpaid leave. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles.
The average workweek for full-time employees is 47 hours. [16] Increasingly, employers are offering compressed work schedules to employees. Some government and corporate employees now work a 9/80 work schedule (80 hours over 9 days during a two-week period)—commonly 9-hour days Monday to Thursday, 8 hours on one Friday, and off the following ...
New state regulations now require certain employers to more clearly indicate compensation information when they run job advertisements.
Most problematically, outside states that have banned the practice, they may deduct money from a "tipped employee" for money over the "cash wage required to be paid such an employee on August 20, 1996"—and this was $2.13 per hour. If an employee does not earn enough in tips, the employer must still pay the $7.25 minimum wage.
Getty I wrote last week about general workplace rights teens and young adults need to know. And two weeks ago I wrote about workplace sexual harassment. But there's even more you probably didn't ...
The Contract Work Hours and Safety Standards Act (CWHSSA) is a United States federal law that covers hours and safety standards in construction contracts.. The Act applies to federal service contracts and federal and federally assisted construction contracts worth over $100,000, and requires contractors and subcontractors on covered contracts to pay laborers and mechanics employed in the ...
Total the hours worked by each employee and divide by the employer's standard hours of full-time employment (which must be at least 35 hours). An employee who works more than 40 hours a week cannot be counted as more than one full-time equivalent. [1] The number of hours worked per employee should be computed based on the employer's most recent ...